Issue link: https://www.e-digitaleditions.com/i/182340
2013 Baker's Dozen RPO: Emerging Market Leaders 5. PrincetonOne Website: www.PrincetonOne.com PrincetonOne RPO designs and delivers innovative and scalable recruitment solutions that help our clients identify, attract, recruit and hire top talent. From sourcing strategies and process design to technology, culture and scope, every solution that we deliver is unique and based around each client's specific needs. With an extensive heritage of recruiting experience and no ties to proprietary technology, PrincetonOne RPO creates custom recruitment process outsourcing (RPO) solutions that are grounded in best practices, including current technologies and recruiting trends, and leverage our proven methodology. The success of each solution is guaranteed through service-level agreements and confirmed through published metrics. Services: • Program consultation/management: requisition development with hiring management; requisition management (direct responsibility to hiring managers and direct communication with hiring managers); reporting and metrics for staffing operations; workforce planning support; staffing department budgeting support; employment brand development consulting and program management; employment advertising budget coordination and advertisement strategy development; and advertisement creation and placement • Candidate recruitment and sourcing: employee referral program management; executive search - retained and contingent; implementation and management of the client's internal employee and employee referral program as well as corporate career center.; post on all top job boards as well as a multitude of niche and diversity sites; social media campaign that has the ability to post positions to 300 plus different social media outlets; research associates and lead generation coordinators with expertise in competitor mapping, passive recruiting and mining to search; name gathering via web-based search engines and specialty sites as well as ask candidates currently in the screening process for referrals; temporary staffing; and college recruiting Important client metrics: • Time to fill • Time to submit candidates • Position-vacancy rate • • • • Assessment: web-based screening questions to verify minimum requirements; qualifying phone screen to verify minimum requirements; standard phone assessment (client-provided); customized behavioral-based phone assessment; standard online assessment (client-provided); customized competency based online assessment for both personality and position based; and skills-based testing • Interview logistics coordination: client phone interview; client face-to-face interview; mileage reimbursement; air travel; hotel accommodations; rental cars; expense reimbursement processing; and on-site interview personnel • Onboarding: management of offer processes, including offer presentation to prospective candidates; offer letter generation: proper modification of client-provided offer letter template, print and FedEx; I-9 form collection; benefit enrollment; provisioning coordination; SSN trace; county criminal felony and misdemeanor (7 years); education (highest degree); employment (up to 3 employers or 7 year history); credit; MVR; professional references (3 reference interviews); drug (9-panel urinalysis); new hire packet distribution Diversity hires Offer acceptance rate Source effectiveness • • Manager/new hire/applicant satisfaction Cost per hire 6. Decision Toolbox Website: www.dtoolbox.com Founded in 1992, Decision Toolbox provides scalable and easily integrated recruitment solutions for a 7 percent cost per hire on average while incorporating rigorous quality controls and a 12-month candidate guarantee. Armed with the very latest tools and a team of seasoned U.S.based recruiters and sourcers, Decision Toolbox is an on-demand recruiting department for one critical search, for large projects, or a complete RPO solution. Decision Toolbox has taken a leadership role in almost every aspect of recruitment, introducing an RPO offering in 2000, four years before it became industry practice. Services: • On-demand RPO • Standard full service search • Advanced full service search • Talent pipelining • Name generation • Competitive mapping Important client metrics: • Time to fill • Hiring manager satisfaction • Cost per hire SEPTEMBER 2013 | www.hrotoday.com [47]